Buck Hartzell

I know that's something that a lot of companies do now and auto escalation.

That's something to help if you have

I'll say a non-engaged workforce where you don't have a high participation rate.

That's a nice feature to add.

It doesn't cost anything.

And then the other thing is to think about, well, do we have a match as a company?

So are we matching participants and giving them an incentive to contribute?

Typical range is 4% to 6% in the match range there.

And then do you have things like a Roth 401k?

Now, that's probably less companies that have something like that, but it's growing in popularity.

We've had that for a long time.

If you don't know what that is, well, you can look it up and read about it.

Robert's written about it a lot.

And then also think about what is our participation in the plan?

Because I think that does give some insight.

You know, Robert, I think The Motley Fool is generally over 95%.

participation rate in our plan.

We have a lot of people that max out.

And just asking those kind of questions of the people who are responsible for administering it operationally, which is usually in the HR department, could generate some interesting discussions, right?

So that gets to some of the features that you have there.